Understanding Ableism in the Workplace: What It Is, How to Recognize It, and What You Can Do

Blog Post by Waterfront DEI Council

BLOG POST

UNDERSTANDING ABLEISM IN THE WORKPLACE: WHAT IT IS, HOW TO RECOGNIZE IT, AND WHAT YOU CAN DO

While many organizations are making progress toward inclusion, people with disabilities still face barriers to belonging — often embedded in systems, environments, and everyday attitudes. This pattern of exclusion is known as ableism. 

To build truly inclusive workplaces, we need to name ableism, understand how it shows up, and learn how we can dismantle it. 

WHAT IS ABLEISM?

Ableism is the systemic discrimination, bias, and prejudice against people with disabilities. It prioritizes non-disabled norms and ways of doing things, often marginalizing or excluding people with different abilities — whether intentionally or not. 

Ableism can be overt, like denying someone a job because they disclose a disability. But it’s just as often subtle and woven into everyday interactions, workplace structures, and policies. For example, think about scheduling a team lunch at a trendy restaurant without considering whether it has ramp or elevator access first. These oversights may not be intentional, but unconscious ableism can still exclude people with disabilities. 

HOW ABLEISM SHOWS UP IN THE WORKPLACE

Ableism in the workplace can take many forms, including: 

  • Inaccessible environments: This can include stair-only access, busy open-concept workspaces, narrow hallways, out-of-reach storage, or restrooms without accessibility features like grab bars or automatic doors. 
  • Rigid processes: Job applications that aren’t screen reader-friendly, or interviews that only value verbal communication. 
  • Assumptions and stereotypes: Believing someone isn’t capable because they need accommodations or assuming someone doesn’t need support because their disability isn’t visible. 
  • Exclusion from opportunities: Leaving someone out of team-building events, training, or leadership pathways because of a lack of accessibility or misunderstanding. 
  • Lack of flexibility: Not offering options like remote work, flexible hours, or alternative communication methods that can make a workplace more inclusive. 

RECOGNIZING ABLEISM 

It’s not always easy to recognize ableism, especially when it’s normalized in workplace culture (even unintentionally). Here are some questions to ask: 

  • Are people with disabilities represented — and meaningfully included — in your team? 
  • Are accommodations treated as standard practice or as exceptions? 
  • Are there systems in place to make onboarding, communication, and collaboration accessible to all employees? 
  • Do team members feel safe disclosing disabilities and requesting support? 
  • Do leaders understand accessibility beyond just physical spaces? 

If the answer to any of these is “no” or “not sure,” there may be ableism at play, and it could be beneficial to evaluate your processes with an accessibility lens. 

WHAT YOU CAN DO TO ADDRESS ABLEISM

Challenging ableism takes intentional action. Here’s where to start: 

1. LISTEN AND LEARN

Start by listening to people with lived experience. Read, watch, and follow disability advocates and organizations. Understand the diversity within the disability community — including physical, sensory, cognitive, mental health, and invisible disabilities.

2. NORMALIZE ACCOMMODATIONS

Treat accommodations as a standard part of inclusive practice rather than something “special.” Make it easy for team members to request what they need without fear or stigma and look for opportunities to make an accommodation standard practice. For example, sharing a presentation deck before or after a meeting. 

3. AUDIT YOUR POLICIES AND SPACES

Review your hiring processes, workplace setup, and internal systems through an accessibility lens. Where might barriers exist, and how can they be removed? 

4. EMBED UNIVERSAL DESIGN

Wherever possible, design with flexibility and inclusivity from the start. This is called universal design. It could mean offering materials in multiple formats, providing quiet zones, or making meetings hybrid by default. 

5. CHALLENGE ASSUMPTIONS

Don’t assume someone’s needs — or abilities — based on appearances or diagnoses. Create a culture where asking “What would support look like for you?” is part of everyday leadership. 

6. COMMIT TO ONGOING PROGRESS

Accessibility isn’t a one-and-done task. Build it into your DEI strategy, gather feedback regularly, and be willing to adapt. 

FINAL THOUGHTS

Ableism creates and perpetuates barriers. Barriers to access, barriers to opportunity, and barriers to belonging. 

Through learning how to recognize ableism and taking steps to address it, we move closer to building truly inclusive workplaces across the BC waterfront and beyond.

ADDITIONAL LEARNING RESOURCES

Want help building more inclusive workplace practices?

The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed accessibility and inclusivity into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.

Get in touch!